The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment
The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment
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DOI：
10.1348/096317901167361
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发表时间：
2001-09-01
影响因子：
6.2
通讯作者：
Rowe, PM
中科院分区：
文献类型：
--
作者：
Chapman, DS;Rowe, PM
尽管在招聘和选拔中越来越多地使用视频会议等通信技术，但很少有研究探讨这些技术是否会影响面试官对候选人的看法。本现场实验分析了 92 名真实求职者的评估，这些求职者被随机分配接受面对面面试 (FTF) (N = 48) 或使用桌面视频会议系统面试 (N = 44)。结果显示，相对于 FTF 申请人，视频会议申请人存在偏向，F(1,91) = 7.35,.p = .01。还发现面试结构和面试官性别之间存在显着的交互作用，F(1,91) = 3.70，p < .05，使用非结构化面试的女性面试官对申请人的评分显着高于使用结构化面试的男性或女性。面试结构并没有显着调节面试媒介对面试官对申请人评价的影响。这些发现强调需要意识到在招聘过程中使用通信技术所导致的潜在偏见。
Despite the growing use of communication technologies, such as videoconferencing, in recruiting and selection, there is little research examining whether these technologies influence interviewers' perceptions of candidates. The present field experiment analysed evaluations of 92 real job applicants who were randomly assigned either to be interviewed face-to-face (FTF) (N = 48) or using a desktop videoconference system (N = 44). The results show a bias in favour of the videoconference applicants relative to FTF applicants, F(1,91) = 7.35,.p = .01. A significant interaction of interview structure and interviewer gender was also found, F(1,91) = 3.70, p < .05, with female interviewers using an unstructured interview rating applicants significantly higher than males or females using a structured interview. Interview structure did not significantly moderate the influence of interview medium on interviewers' evaluations of applicants. These findings highlight the need to be aware of potential biases resulting from the use of communication technologies in the hiring process.